Let’s clear something up: a reasonable accommodation is not a magic wand, a permanent exemption from job duties, or a “work however you want” pass.
A reasonable accommodation is a workplace adjustment that helps an employee perform the essential functions of their job. That’s it. That’s the deal. Under the ADA and similar state laws, employers are required to provide reasonable accommodations unless doing so creates an undue hardship for the business.
And yes, “reasonable” is doing a lot of work in that sentence.
What Reasonable Actually Looks Like
Reasonable accommodations depend on the role, the business, and the employee’s needs. That might look like a modified schedule, remote or hybrid work, ergonomic equipment, adjusted workflows, or additional breaks. It does not mean removing core responsibilities, lowering expectations, or pretending deadlines don’t exist.
Support and accountability can—and should—coexist.
The Interactive Process Is Not Optional
Here’s where things often go sideways. Employers don’t have to automatically approve every request, but they do have to engage in the interactive process. That means having a real conversation, asking questions, exploring options, and documenting the outcome.
Saying “no” without discussion? Risky.
Saying “yes” without thinking it through? Also risky.
Reasonable Has Limits
An accommodation can be denied if it causes significant cost, operational disruption, safety issues, or prevents the business from functioning. What’s reasonable for a large company may not be reasonable for a small one—and that’s okay. Context matters.
Accommodations Don’t Cancel Performance
This part is important: accommodations don’t eliminate performance expectations. Employees are still responsible for meeting the essential requirements of their role, with the accommodation in place. If performance issues exist, they still need to be addressed.
Being compliant doesn’t mean lowering the bar.
The Bottom Line
Handled well, reasonable accommodations build trust, inclusion, and retention. Handled poorly, they create confusion, resentment, and legal exposure. The key is balance: be human, be thoughtful, and don’t skip the process.
When in doubt, pause before reacting and get HR involved early. It’s always easier to do it right the first time.
Do you need support? Reach out! We have created a reasonable accommodation toolkit to support your team and ensure your compliance.
Got an HR question you want answered? You know where to find us.